Sexual Harassment Workplace - Free Essay Example

Sexual Harassment in the Workplace Introduction Equal Employment Opportunity Commission (EEOC) was established in 1975 and since this time sexual harassment has been one of its major issues that arise in the workplace on a day to day basis. Sexual harassment can be defined as unwanted sexual attention that would be offensive to a reasonable person and that negatively affects the work or school environment (Brandenburg 1997, p.1). The key word in this definition is unwanted. The EEOC has used its influence under the Sex Discrimination Act to support claims of sexual harassment at employment tribunals. It has also initiated investigation on organizations that had an excessive number of sexual harassment complaints. The guidelines by the EEOC about sexual harassment are defined as unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. (Bohlander Snell pg112) There are two types of sexual harassment quid pro quo harassment and hostile environment, in which the EEOC recognizes that, will elaborate on. We will also investigate the liability that is held by employers if sexual harassment is not recognized and how employers can prevent from being liable. We will also discuss how failure to adopt a pro-active and aggressive stance on this issue can result in costly lawsuits, and also be a loss of employee morale, decline in productivity, and an erosion of a companys public image. Review of Literature A Legal and Psychological Framework focuses on variety of points concerning sexual harassment. First of all, in the order for companies to act wisely they need to understand the whole issue of sexual harassment. They should consider the disturbing statistics behind an often hidden problem, the legal grounds available to victims, the current trends in the law, and the ways that companies can protect themselves. The Civil Rights Act of 1964 is an act that should be studied and acknowledged by all companies. It has made it illegal to discriminate on the basis of race, color, religion, age, national origin and sex. (Bladley Fishkin, 1998, p. 207). This gave birth to Title VII of the Act, which states that when a complaint is made, employers are obligated to investigate and take necessary corrective measures. In 1986, the Supreme Court held that employers can reduce the danger of being held liable for sexual harassment by establishing procedures calculated to encourage victims of harassment to come forward. Since then, almost 75 percent of companies with more than one hundred employees have adopted anti-sexual harassment policies. Most of those policies look very much like the Sample Antiharassment Policy reproduced in Barbara Lindemann and David Kadues Sexual Harassment in Employment Law, which first appeared in 1992. (Rosen, 1998, p. 25-35) If you are in management, now is the time to refine your sexual harassment policy so that it is in the spirit of your organizations values rather than written to the letter of the law, writes Rita Risser in a report in 1996 by Fair Measures Management Law Consulting Group. Your policy should go beyond [what the law forbids]. If you set your standards too low, one mistake by one supervisor could make you the next landmark case. Also, the EEOC accepts claims for conduct that clearly is not illegal. Since its costly to respond to such claims, its in an organizations best interest to minimize them. (Rosen, 1998, p. 25-35) Sexual harassment is embodied in two different forms and companies should be aware of them. The first type is Quid pro quo is a Latin term, which means this for that. It occurs when an individuals submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individuals submission to such conduct is made a term or condition of employment. It is sufficient to show a threat of economic loss to prove quid pro quo sexual harassment. A single sexual advance may constitute harassment if it is linked to the granting or denial of employment benefits. Courts have held employers strictly liable for quid pro quo sexual harassment initiated by supervisory employees. A subordinate who submits and then changes his or her mind can still bring quid pro quo harassment charges against the alleged perpetrator. For example, a supervisor promotes a female employee only after she agrees to an after-work-date, the c onduct is clearly illegal (Bohlander Snell, 2007, p 112). Hostile Environment is the second form of sexual harassment. This occurs when unwelcome sexual conduct unreasonably interferes with an individuals job performance or creates a hostile, intimidating or offensive work environment even though the harassment may not result in tangible or economic job consequences, that is, the person may not lose pay or a get a promotion. Employers, supervisors, coworkers, customers, or clients can create a hostile work environment. A hostile work environment might include, repeated requests for sexual favors, demeaning sexual inquiries and vulgarities, offensive language, other verbal or physical conduct of sexual or degrading nature, sexually offensive, explicit or sexist signs, cartoons, calendars, literature or photographs displayed in plain view, and offensive and vulgar graffiti. SEXUAL HARASSMENT INTERVENTIONS Sexual harassment has an effect on people of all races, ages, and regardless of sex. Title VII of the Civil Rights Act of 1964 prohibits sexual harassment and still today many organizations have failed to successfully implement adequate policies and procedures to address sexual harassment issues. According to the U. S. Equal Employment Commission, their agency received an increased number of filed grievances from 10,532 in 1993 to over 15,000 in 1998 (Ganzel 1998). U. S. Supreme Court rulings on cases such as Faragher vs. City of Boca Raton and Burlington Industries vs. Ellerth attempts to decrease the number of sexual harassment grievances filed with the EEOC and the court rulings are requiring employees to work in conjunction with their employer to resolve sexual harassment issues with the EEOC. This requirement places the responsibility on the employer to employ guidelines for preventing sexual harassment and it also places responsibility on the employee to follow the guidelines s et forth by the employer. In turn, the rulings are serving as a motivator to employers so that their action will be in compliance with federal laws. COMPANY POLICY It is important for companies to maintain effective compliance with the rulings of the Supreme Court. It is a requirement of all federally-funded organizations, as well as, schools to establish sexual harassment policies in writing, distributing the policies to employees, and to enforce the policies (Barrier 1998). Effective organizational policies on sexual harassment mush clearly identify (Ganzel 1998): 1)The behaviors constituting the harassment along with the companys intolerance of these behaviors 2)Channels employees must follow to report sexual harassment complaints to their supervisors or designated company representative 3)Strategies the company will follow in investigating and resolving a complaint to include confidentiality practices 4)Warnings that violation of the policy will result in punishments that could include dismissal Assurance that retaliation will not be allowed Good sexual harassment policies echo partnership among company executives, supervisors and employees, and among administrators, teachers and students. Sexual harassment is a demonstration of deeply held beliefs, attitudes, feelings, and cultural norms (Brandenburg 1997). It shows the abuse of power, a gender-power discrepancy, and sometimes power-related vengeance. Marjorie Fink, a national sexual harassment prevention trainer, attributes climate as a major element to guide prevention efforts (Trainer: Stop Bullying 1999). The climate in business and schools is unique. In some organizational climates, verbal teasing, dirty jokes, and sexual pictures may be the central behavior that mirrors sexual harassment; in other instances, improper touching, stalking, or shoving may be the behavior that reflects sexual harassment. As all members of a work organization or school become involved in establishing policy, these related issues can be more effectively addressed and behaviors pursued. GRIEVANCE PROCEDURES Companies and schools are finding internal grievances to be an effective tool to handle sexual harassment claims. Internal grievance procedures may save time, minimize emotional and financial expense, and be more sensitive to all involved parties (Brandenburg 1997, p. 53). In order to be effective, grievance procedures must include clearly defined informal and formal steps for employees to follow when submitting claims. Informal claims should specify how the harassed party should proceed with seeking advice or counsel about a proper response to the offending behavior. Also, informal claims should explain the process of mediation, negotiation, and problem solving that may be used to resolve the issue. In formal claim procedures, grievances are required to be submitted via writing and must present all related facts to the incident who, what, where, when, the scope of the incident, and the names of the individuals involved in the claim. Employees should submit sexual harassment claims immediately after the incident. It is also important for organizations and schools to specify the procedures that are required of employees or students to follow. Grievance procedures should also identify the party or parties to whom grievances must be submitted. According to the grievance officer model, all complaints are processed through a designated supervisor or officer; in the grievance board or committee model, grievances are submitted to a group (Brandenburg 1997). An advantage of the grievance officer model is that it includes one entry point for complaint submission. An advantage of this model is that is may require the harassed employee to deal with someone with whom he or she may feel uncomfortable with discussion the issue. The grievance board or committee model places the problem in the hands of many and has the disadvantage of requiring greater communication and coordination between committee members and the harassed employee which in turn makes the issue more difficult to remain confidential. SEXUAL HARASSMENT PREVENTION TRAINING All employees (supervisors down to line workers, administrators to custodial staff) must have clear and acquired knowledge of the companys policy and grievance procedures. In order to prevent or decrease sexual harassment allegations, it is imperative for organizations and schools to provide access to training for all employees and document their sexual harassment training participation and completion of the training program. It is important that the employees are made aware that although Supreme Courts rulings held companies liable for harassment by supervisors even when management was unaware of the incidents in which a harassed employee did not follow the companys reporting procedures or did not participate in company-sponsored sexual harassment prevention training (Protecting Employees 1988). Effective training should include training on Title VII of the Civil Rights Act of 1964 which prohibits sexual harassment, identify the required actions that may be categorized as sexual harassment, and describe the companys policy and its grievance procedures. Therefore, training provided should serve as a tool to enhance awareness of sexual harassment and present strategies for intervention. Effective training programs provide: 1)Good teaching and learning practices if training is descriptive, intensive, relevant, and positive 2)Involvement of all members of a company or school 3)Interactive problem-based learning experiences 4)Present information from a positive viewpoint, encourage healthy behavior rather than forbidding poor behavior 5)Teach intervention skills (Berkowitz, 1998) Help learners to recognize sexual harassment by providing them with appropriate and relevant definitions and examples of sexual harassment Help learners to interpret which behaviors indicate harassment Encourage participants to share their experiences and their tolerance for certain behaviors as a means of demonstrate their common ground Encourage participants to feel responsible for dealing with the problem Teach intervention skills and provide opportunities to practice them. Use role play scenarios to assist participants find comfortable and appropriate ways to express their discomfort with anothers behavior Assist participants to be free of retaliation. Explore participants fears about retaliation and provide examples of how interventions will be supported. Department of Defense 1995 Sexual Harassment Study In 1994, the DoD implemented 3 types of surveys regarding sexual harassment. The first survey (Form A) was a replica of a 1988 DoD. Disadvantages of the1988 survey was it did not provide opportunities for those responding to the survey to report certain types of behavior related to sexual harassment, the survey limited reporting of sexual harassment claims to occurrences at work, and it did not include items that measured various areas of importance such as how much training was being provided; how effective was the training; what were the opinions of the responders regarding the complaint process. Therefore, two surveys were compiled in which Form A provided comparative data and Form B permitted collection of important information that broadened the DoDs knowledge of sexual harassment in the active-duty member services in 1995. The main purpose of conducting the Form A survey was to compare sexual harassment incident rates between 1988 and 1995. Form B (the second survey), provided an expanded list of potential harassment behaviors of those survey participants, provided respondents to report sexual harassment experiences that took place outside normal duty hours and on/off a military installation, and the measures of service members perceptions of the complaint process and training. For research purposes, the third survey (Form C) was conducted with a small sample of active-duty members. The results from this survey were not calculated. Over 90,000 active-duty military personnel received one of the three surveys between February 15, 1995 and September 18, 1995. Approximately 30,000 members received Form A, 13,600 actually completed the survey resulting in a response rate of 46 percent. Form B was mailed to about 50,000 members with a completion number of 28,300 resulting in a 58 percent response rate. Form C was mailed to approximately 9,500 members and 5,300 surveys were completed with a 56 percent response rate. Major Finding 1: How much sexual harassment is occurring? How do 1995 results compare to those obtained in 1988? (Form A) Major Finding 2: Form B consisted of 25 items. Once the data was collected, it was analyzed and reported into five broad categories. This survey doubled the possible categories of reporting and broadened the circumstances under which harassment could be reported (off-duty hours, off-based). This survey concluded that 78 percent of women and 38 percent of men indicated that they had experienced one or more of the behaviors listed in the survey within the previous 12 months. Major Finding 3: Did service members consider the experiences they reported to be sexual harassment? Many of the service members did not consider the experiences they reported to be sexual harassment. Although 78 percent of the women and 38 percent of men checked one or more items, only 52 percent of women and 9 percent of men indicated that they considered experiences they checked on the survey to be sexual harassment. Major Finding 4: Comparison of surveys and results Based on the information collected from the three surveys, evidence shows that sexual harassment within active-duty military services has declined. Between 1988 and 1995, the percentage of women reporting incidents declined 9 percent while the percentage of men declined 3 percent. Method In our method we decided to have several different people complete an anonymous questionnaire that held a position at United Parcel Service. The questionnaires were handed during the employees lunch break and returned to us at the end of the work day. A large amount of sexual harassment is not reported due to embarrassment or being fearful of termination. Date of Birth Employer Name Have you ever sued anyone before for any reason? Yes No If Yes, Who have you sued? If Yes, Why were you suing them? What is your job title? When did you start working for your employer? Are you still employed there? Yes No If not, were you fired? Yes No If you were fired, when were you fired? What has happened that makes you believe you have experienced sexual harassment? What has been said to you? What is the job title of the person in relation to you that has said or done these things? Have you been touched physically in any part of your body, either with or without your consent? Yes No If you consented to being touched, or involved sexually, did you feel this was important to your job to do so? Yes No Have you reported this behavior to anyone at all? Yes No If so, to whom? Have you reported this behavior to anyone in management? Yes No If so, to whom? When? Was the report verbally or in writing? Verbal Written What was managements response? When did the acts that you believe were harassment take place? Have you had any emotional or psychological consequences from the sexual harassment in the workplace? Yes No Have you shared these experiences with a support group, a doctor, a minister, a spouse, or any other person? Yes No If so, with whom did you share? Have you had any physical illness or results from the sexual harassment? For example, breaking out in hives; insomnia (inability to sleep); nausea or vomiting; pregnancy resulting; headaches (migraine), anxiety attacks, shingles. Yes No If Yes, Why were you suing them? RESULTS Equal Employment Opportunity Data Posted Pursuant to the No Fear Act Equal Employment Opportunity Data Posted Pursuant to Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 *Unable to reconstruct data from FY 2002 through FY 2003 CONCLUSION We have determined that sexual Harassment is definitely not about sex, instead it is about power. This type of harassment is disrespectful and has no justification for the actions that are presented. Companies need to understand the sexual harassment and its severity that can be caused. All companies should have guidelines into place in order to protect themselves. One of the best tools is training on this behavior in order to prevent the action before it takes place. Companies can begin by describing the forms of sexual harassment, which are quid pro quo and hostile environment. Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions and hostile environment can occur when unwelcome sexual conduct has the purpose or effect of reasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment. Although, these two forms have different definitions their base point still r emains the same unwanted behavior. Intervention is one of the major sources that companies can use in order to save themselves time as well as money on lawsuits. In addition, it can save the employee of any embarrassment they may feel. Sexual harassment continues to go till this day, but we must intervene the first time that it occurs. Allowing this type of behavior to continue is the mistake that is made so often. REFERENCES Berkowitz, A. D. How We Can Prevent Sexual Harassment and Sexual Assault. Educators Guide to Controlling Sexual Harassment 6, no. 1 (October 1998). Bohlander Snell. Sexual Harassment. Nations Business 86, no. 12 (December 1998): Bradley, David Fishkin, Shelley Fisher. (1998). The Encyclopedia of Civil Rights In America. New York: M.E. Sharpe, Inc., p. 207. Brandenburg, J. B. Confronting Sexual Harassment. New York: Teachers College, Columbia University, 1997. Ganzel, R. What Sexual-Harassment Training Really Prevents. Training 35, no. 10 (October 1998). Protecting Employees-and Your Business. Nations Business 86, no. 12 (December 1998). Roberts, Barry S. Mann, Richard A. (2000, June 19). Sexual Harassment In The Workplace: A Primer. Retrieved July 2, 2005 from the World Wide Web: https://www.uakron.edu/lawrev/robert1.html Trainer: Stop Bullying and Teasing in K-6 to Prevent Sexual Harassment Now, Later. Educators Guide to Controlling Sexual Harassment: Monthly Bulletin 6, no. 4 (January 1999):

Class of 2019 Brown Admissions Statistics

Class of 2019 Brown Admissions Statistics April 4 The admissions data is in for Browns Class of 2019 and weve got it for our readers (photo credit: Ad Meskens). At Brown University, for the Class of 2019, just under 8.5% of applicants earned admission. In the second largest applicant pool in Browns history, 30,397 students in total, 2,580 earned admission to the Rhode Island-based Ivy League university. This figure includes the more than 600 students who earned admission to Brown in the Early round (which means that 1,970 students earned admission in the Regular Decision round). This just under 8.5% admission rate broke last years record of an 8.6% admission rate. Its like swim timesevery tenth matters. And dont glide into the wall with that last stroke of butterfly. Come on, youve got to remember that incredible Michael Phelps Olympic touch-out. It hasnt been that long! According to an article on Browns admissions statistics for the Class of 2019  in The Brown Daily Herald, The percentage of first-generation college students admitted decreased from 18 percent last year to 13 percent this year, [Jim] Miller, [Browns Dean of Admissions], said.  Sixty-one percent of admits intend to apply for financial aid — slightly down from last year’s 67 percent, he said.  Admitted students hail from all 50 states and 85 countries, according to a University press release. Among domestic admits, the best-represented states are California, New York, Massachusetts, New Jersey and Texas. Among international admits, the top five countries represented are China, the United Kingdom, Canada, India and Korea.  The diversity of the admitted class of 2019 is fairly consistent with that in the past few admission cycles, Miller said. Forty-five percent of admits self-identify as African American, Latino, Native American or Asian American.  Fifty-nine per cent of admits attend public high schools, while 41 percent attend either private or parochial schools. Congratulations to all of our Ivy Coach students who earned admission to Brown University this year. Were extremely happy for you and we love the notes we received from you these past days!  And as for Browns waitlist, Jim Miller, Browns Dean of Admissions, did say that Brown does indeed intend to go to their list. So for those on Browns waitlist whod like assistance with trying to get in, fill out our free consultation form  to inquire about our Ivy Coach services.

What Is Natural Frequency

Natural frequency is the rate at which an object vibrates when it is disturbed (e.g. plucked, strummed, or hit). A vibrating object may have one or multiple natural frequencies. Simple harmonic oscillators can be used to model the natural frequency of an object. Key Takeaways: Natural Frequency Natural frequency is the rate at which an object vibrates when it is disturbed.Simple harmonic oscillators can be used to model the natural frequency of an object. Natural frequencies are different from forced frequencies, which occur by applying force to an object at a specific rate.When the forced frequency equals the natural frequency, the system is said to experience resonance. Waves, Amplitude, and Frequency In physics, frequency is a property of a wave, which consists of a series of peaks and valleys. A wave’s frequency refers to the number of times a point on a wave passes a fixed reference point per second. Other terms are associated with waves, including amplitude. A wave’s amplitude refers to the height of those peaks and valleys, measured from the middle of the wave to the maximum point of a peak. A wave with a higher amplitude has a higher intensity. This has a number of practical applications. For example, a sound wave with a higher amplitude will be perceived as louder. Thus, an object that is vibrating at its natural frequency will have a characteristic frequency and amplitude, among other properties. Harmonic Oscillator Simple harmonic oscillators can be used to model the natural frequency of an object. An example of a simple harmonic oscillator is a ball on the end of a spring. If this system has not been disturbed, it is at its equilibrium position – the spring is partially stretched out due to the weight of the ball. Applying a force to the spring, like pulling the ball downward, will cause the spring to start oscillating, or go up and down, about its equilibrium position. More complicated harmonic oscillators can be used to describe other situations, such as if the vibrations are â€Å"damped† slow down due to friction. This type of system is more applicable in the real world – for instance, a guitar string will not keep vibrating indefinitely after it has been plucked. Natural Frequency Equation The natural frequency f of the simple harmonic oscillator above is given by f ω/(2Ï€) where ω, the angular frequency, is given by √(k/m). Here, k is the spring constant, which is determined by the stiffness of the spring. Higher spring constants correspond to stiffer springs. m is the mass of the ball. Looking at the equation, we see that: A lighter mass or a stiffer spring increases natural frequency.A heavier mass or a softer spring decreases natural frequency. Natural Frequency vs. Forced Frequency Natural frequencies are different from forced frequencies, which occur by applying force to an object at a specific rate. The forced frequency can occur at a frequency that is the same as or different from the natural frequency. When the forced frequency is not equal to the natural frequency, the amplitude of the resulting wave is small.When the forced frequency equals the natural frequency, the system is said to experience â€Å"resonance†: the amplitude of the resulting wave is large compared to other frequencies. Example of Natural Frequency: Child on a Swing A child sitting on a swing that is pushed and then left alone will first swing back and forth a certain number of times within a specific timeframe. During this time, the swing is moving at its natural frequency. To keep the child swinging freely, they must be pushed at just the right time. These â€Å"right times† should correspond to the natural frequency of the swing to make the swing experience resonance, or yield the best response. The swing receives a little more energy with each push. Example of Natural Frequency: Bridge Collapse Sometimes, applying a forced frequency equivalent to the natural frequency is not safe. This can happen in bridges and other mechanical structures. When a poorly designed bridge experiences oscillations equivalent to its natural frequency, it can violently sway, becoming stronger and stronger as the system gains more energy. A number of such â€Å"resonance disasters† have been documented. Sources Avison, John. The World of Physics. 2nd ed., Thomas Nelson and Sons Ltd., 1989.Richmond, Michael. An Example of Resonance. Rochester Institute of Technology, spiff.rit.edu/classes/phys312/workshops/w5c/resonance_examples.html.Tutorial: Fundamentals of Vibration. Newport Corporation, www.newport.com/t/fundamentals-of-vibration.

Definition of Criminal Conspiracy

A criminal conspiracy takes place when two or more people get together and plan to commit a crime, however, there is more involved when proving that criminal conspiracy has taken place. Intent First, in order for a person to be guilty of criminal conspiracy, they must have actually meant to agree to commit a crime. Next, when the person agreed to commit a crime with others, they must intend to really do whatever the objective is of the conspiracy. For example, Mark asks Daniel to help him  steal a car. Daniel agrees, but really he has decided to contact the police and report what Mark has asked him to do. In this situation, Daniel would not be guilty of criminal conspiracy because he never intended to really help Mark steal the car. Overt Act to Further Conspiracy For a criminal conspiracy to occur, a person must take some action toward carrying out that plan. The action taken does not have to be a crime to further the conspiracy. For example, if two people plan on robbing a bank, but they never take any action towards actually robbing the bank, this could satisfy the criminal conspiracy, however, most states require that there is at least one overt act taken by at least one of the conspirators, for those involved to be charged  with criminal conspiracy. There Does Not Have to Be a Crime The crime of conspiracy can be charged whether or not the crime is ever actually carried out.   For example, if two people plan to rob and bank and they go buy ski masks to wear during the robbery, they can be charged with conspiracy to commit bank robbery, even if they never actually rob the bank or even attempt to rob the bank. Buying ski masks is not a crime, but it furthers the conspiracy to commit a crime. Participation Is Not Required In most states, persons who helped plan the crime, but did not participate in the actual criminal act, can be given the same punishment as the person who carried out the crime itself. The person who commits the crime can be charged with both the crime and conspiracy to commit the crime. One or More Crimes Equals One Conspiracy Charge In criminal conspiracy cases, if the conspiracy involves multiple crimes, those involved will still only be charged with a single act of criminal conspiracy. For example, if Mark and Joe plan to rob a valuable piece of art from someones home, then sell the art on the black market and use the money that they receive to invest in an illegal drug deal, even though they conspired to commit three crimes, they will only be charged one act of criminal conspiracy. Chain and Link Conspiracy A chain and link conspiracy is a conspiracy in which there are a series of transactions, but only one overall agreement.  The different transactions are considered the links in the overall agreement, which is considered the chain.   However, the transactions will only be considered links in a chain if each link is aware that the other links are involved in the conspiracy and each link profits in the success of the overall series of transactions.   For example, Joe smuggles in drugs from Mexico, then sells some of the drugs to Jeff, who then sells it to his street dealer named Milo and Milo sells it to his customers. Joe and Milo have never spoken, therefore there is no agreement between them concerning the selling of the drugs, but because Joe knows that Jeff sells his drugs to a street dealer and Milo knows Jeff buys the drugs from the smuggler, then each of them becomes dependent on the other in order for the entire scheme to work. Wheel and Spoke Conspiracy A wheel-and-spoke conspiracy is when one person acts as the wheel and enters into agreements with different people (the spokes) or co-conspirators who have nothing to do with each other.

Explain How Diors New Look Embraced Both Historicism And...

Explain how Dior’s New Look embraced both historicism and modernism. Your essay must include specific reference to at least two collections and key cultural contexts of post -war France. 1. Introduction A well-known designer in the fashion industry, Christian Dior is known to create very unique and distinctive women wear, especially for creating a collection that became an important moment in the modern-day fashion. Even people with little interest in fashion, when asked about the 1950s womenswear trends, are likely to talk about hourglass figures, big skirts and tiny waists. Editor of American Harper’s Bazaar, Carmel Snow, immediately took to the first collection of Dior â€Å"Corolle† exclaiming â€Å"it’s quite a revolution, dear Christian! Your†¦show more content†¦Bills were passed for rationing of materials such as silk and wool used to make parachutes and uniforms for soldiers. Women’s skirts had to be made within a limited number of yards. Most of the dresses were shapeless, more masculine as women started working in factories and pants became popular (Olds, 2001). 2.2 The Debut On February 12, 1947, Christian Dior, a 42 years old largely unknown couturier launched his collection. Before the debut of this collection, he only had meagre success in the fashion industry but on that day he made history. With his debut collection, Dior created whimsical designs which celebrated sensuality and decadence, reminiscent of Russian Ballet and Belle Époque (Mcauley, 2017). Dior essentially incorporated the historical look where corsets were utilised to accentuate womanly figure, something that had been forgotten due to the war (Oeltjenbruns, 2014). 2.3 The Collections The New Look consisted of various collections such as Corolle, Huit and Tulip. During the day, the broad and squared shoulders were substituted by raglan sleeves while in the evening, they were replaced by bustier. Loose-fitting style was considered a thing of the past and the latest design accentuated the structure of the breasts (Pujalet-Plaà  , n.d.). The waist was fitted and at times was belted and the length of the skirt was also increased. Dior regardless of the expected rationing of materials used a lot of yards in constructing the skirts. The length of the skirt

Phar Mor Inc. Overview - 1724 Words

Margaret Linden ACCT525 Week 1 Assignment May 5, 2017 Phar-Mor Inc. Phar-Mor Inc is a discount drugstore chain, 1992 it because associated with a Giant Eagle which was a family-owned grocery chain along with the distribution company Tamco Distributors co. This company would use Power buy which is when the company buys the largest possible amount of product at a great price because they are buying so much of the product. Then the company will turn around and selling the product at a discount anywhere from 25%-50% off what the retail price would be. The Vice-president of Tamco was then name the new president of the new company Phar-Mor Inc. and by 1987 had increased to 70 stores and had grown even more†¦show more content†¦One would assume that they should have brought a new person in to do the audit but then that person would have been on the job at the beginning of the scandal and carried it through until the very end. Another thing that would have prevented the Phar-Mor scandal could have come from section 206, â€Å"Conflicts of Interest†. This was a big one because three of the members of the fraud team at Phar-More were former Coopers and Lybrand auditors which could have been used as conflicts of interest and at least one of those men had been with the company for several years and because he was hired more than a year before they were audited but was able to get out of it on a technicality. He later admitted to covering it up and misstatement was illegal. Waste Management Scandal Waste Management Inc. is a publicly traded for profit waste management company and is one of the largest waste collection corporation in North America. It owns 252 landfill sites and has over 39,000 employees. The waste management scandal was one of the largest accounting frauds we have seen. In 2002 there was lawsuit that was brought against the founders of the waste management Inc. which charged them with a huge financial fraud that lasted for about five years which took place between 1992 and 1997. During this scandal Waste Management was accused of increasing profits by $1.7 billion dollars, gaining almost $29 million from annual bonuses and insider trader.Show MoreRelatedWaste Management33554 Words   |  135 Pagesaccounting fraud and auditor legal liability c a S eS inc lu de d in t hiS Se ction 4 89 99 4.1 Enron Corporation and Andersen, LLP Analyzing the Fall of Two Giants . . . . . . . . . . . 4.2 Comptronix Corporation 4.3 Cendant Corporation . . . . . . . . . . . . . . . . . . . . . . Identifying Inherent Risk and Control Risk Factors . . . . . . . . . . . . . . . . . . . . . . . . 111 119 127 137 Assessing the Control Environment and Evaluating Risk of Financial StatementRead MoreEnterprise Risk Management4038 Words   |  17 PagesBCCI Sumitomo Corporation Tokyo Shinkin Bank Banca Nazionale del Lavoro Daiwa Bank Barings Non-Financial Institutions: LTCM Texaco, Inc. Cendant Corporation Dow Corning St. Francis Assisi Foundation Mettlgesellschaft Owens Corning Fiber Glass Orange County Atlantic Richfield Kashima Oil Showa Shell Prudential Securities Drexel Burnham Lambert General Motors Phar Mor Loss Amount $20 million. Initial Estimates $17 billion $2.9 billion $2.3 billion $1.8 billion $1.1 billion $1 billion $4 billion $3

Space Police-Defenders of the Crown Disk 1 by Edguy free essay sample

Just as i promised, Edguy is next. Space Police is a 2-disk album that was released this year in 2014. Edguy is a German Power Metal band, under the Legendary Nuclear Blast Records, that formed in 1991 and made their first album in 1995, Savage Poetry. I love this album and everything in it. Now Ill only be reviewing the first disk because most of the second disk is a remix of certain hits in the album. Lats Get Started. Tracklist: 1, Sabre and Torch, this is a great start to a great album. The instrumentation is phenominal and works for these guys. This is saying, were coming back after our long slew of bad albums especailly Age Of The Joker the album before this. This is what i call, beautiful. 2, Space Police, the first of two title tracks. This is one of the best of the album and one of my favorite songs ever, Ill be making a Top 100 at the end of the year By The way. We will write a custom essay sample on Space Police-Defenders of the Crown Disk 1 by Edguy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I cant say its the best because that title goes to the next track but for now, may i say, rock on guys. 3, Defenders of the Crown, the other Title track and This is my favorite song off of the album. Nice heavycore progession and I have to say it is amazing in this song. It may sound basic to some, but to me it is the most complex. I like stuff like that in case you dont know. 4, Love Tyger, the only Glam song on here. Love Tyger has to be the song with the funniest music video EVER MADE, and the best part is, its animated. The song its self, well, It makes Glam Metal good. Motley Crue and Rainbow cant even touch this song no matter how hard they try. Sorry but Glam Metal is my least favorite type of metal. 5, The Realms Of Baba Yaba, This is very heavy despite having such a harmless title. It kind of suprises you in a way. I can also hear some experimenting in there. We all know how much I love when bands experiment, whether it works or not. This song works. 6, Rock Me Amadeus (Falco Cover), this has to be the one that sounds most like the original. I love this song and it is one of the most covered songs, right up there with Yesterday by The Beatles and Take On Me by A-Ha. So yeah, I have to say this is the best version of the song, yes its even better than Falcos version. 7, Do Me Like A Caveman, this is probably the weakest song on here making it less than perfect but that doesnt mean its bad. I like the song but it just sounds kind of blaind and unoriginal in my opinion. It brings down the score some points. 8, Shadow Eaters, this is like a song for the soul eaters in the anime Soul Eater, its clever. It would fit nice and snug as an AMV in that anime. Anyways, this a wonderful song that is a very welcome edition to the album and is probably my second favorite of the album. I would recommend this song as a good starting point. 9, Alone In Myself, this has to be one of the best ballads ever made and by far one of the saddest songs Ive ever heard. If you want to have a sad song on the list, LOOK NO FURTHER, because this song is just that. If people asked me what my favorite ballad is I would say Alone In Myself by Edguy. Just. So. Beautiful. 10, The Eternal Wayfarer, a very good song and a great ending to the first disk. There are two other songs after this but that would be in the second disk along with the remixes. I would love to see this get more attentionin the realm of Power Metal and to extent, Edguys history. Then again, this album was releasedin June of this year. So yeah but, I would love to see this live and possibly even as a single in the album. So, yeah, I would loveto see this a whole lot more anywhere I happen to find it. That is it guys, next review is Dream Theaters Systematic Chaos. 9.7/10.